Los Angeles, CA: A California wage and hour class action that has been on the books since 2009 is finally nearing its conclusion, following release of details involving a mediated settlement worth $21 million. The plaintiffs, employees of US Security Associates Inc. (USSA), last week urged a federal court in the Golden State to grant preliminary approval to the deal.
Oakland, CA: As the major league baseball season continues to roll along, a wage & hour lawsuit against Major League Baseball brought by minor leaguers over rates of pay and other issues continues to traverse a rocky path akin to the bases loaded in the 9th, with nobody out in a tie game and you’re the team pitching…
San Clemente, CA: Retail giant Nike has been hit with a wage and hour lawsuit based out of California that alleges numerous violations to California wage and hour law, as well as other employment tenets. The most compelling aspect of the lawsuit is the alleged requirement by defendant Nike Retail Services Inc. that store employees, alleged to be earning minimum wage, are required to buy their own uniforms and do so several times in a year.
San Francisco, CA: With spring training underway in southern climes, and the Major League Baseball season about a month away, the timing for certification of a once-rejected wage and hour class action lawsuit seems somewhat appropriate for the time of year, not to mention a source of relief for a collective of minor league players having already faced a rejection of their proposed class action lawsuit.
San Francisco, CA: A somewhat unique wage and hour lawsuit that stemmed from what appeared to be an attempt at bartering is winding down with the preliminary approval of a settlement worth $1.65 million. The defendant, CorePower Yoga, denied any wrongdoing in the matter. A fairness hearing is scheduled for June, to determine whether final approval is warranted in the California wage and hour settlement.
Los Angeles, CA: A class action wage and hour donning and doffing lawsuit in Arkansas is not unlike similar lawsuits which have originated in California (Silva v. See’s Candy Shops Inc., Case No. D068136 in the Fourth Appellate District, Division One, in the Court of Appeal of the State of California) alleging employees have not been paid for all time spent working, and specifically time spent climbing into, and shedding uniforms and other related safety gear at the behest of the employer.
Los Angeles, CA: Getting into and out of work gear is a problematic area of labor law, especially if employees do not have control over how and when they carry out their donning and doffing duties. When putting on and taking off work gear adds 30 to 60 minutes to a shift—and could count as overtime—employees want to be paid for their time. Hence, donning and doffing lawsuits alleging dressing and undressing for work should be counted as compensable time.
Templeton, CA: Fifty-three nurses have filed administrative claims against Twin Cities Community Hospital, alleging they have been victims of California labor violations, which resulted in them not receiving their legally mandated breaks. An administrative claim is a step before a civil lawsuit, which could be filed depending on the outcome of the administrative claim.
San Francisco, CA: California's Ninth Circuit Court of Appeals recently ruled that employer contracts preventing employees from filing class action lawsuits and requiring employees to file claims through separate proceedings are not enforceable. This means that employees who have signed arbitration clauses in their contracts and had their rights violated may be able to file a California labor lawsuit in situations they may not have been able to before. California labor lawsuits are frequently filed in relation to wage and hour violations, but some companies have moved to clauses requiring employees to file individual arbitrations to settle legal disputes.
San Mateo, CA: Yet another California based health care facility has been hit with a California wage and hour lawsuit, alleging that hourly employees have not been paid their correct overtime wages, nor have they been provided with rest breaks and meal periods in accordance with California labor law.